Canadian Occupational Safety (COS) magazine is the premier workplace health and safety publication in Canada. We cover a wide range of topics ranging from office to heavy industry, and from general safety management to specific workplace hazards.
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May 2014 19 Consultants also rely on visual assessment activities, such as signs of water damage, staining and peeling. But mould doesn't have to be visible to cause problems. You might not see anything on the surface of the wall, but the back of the drywall might be covered in mould, which could be causing an issue for some individuals, says Henry. In many cases, consultants use a moisture meter to take readings of drywall, wood framing or fl ooring surfaces. They may even use thermal imaging cameras for a recent fl ood or leak. Mould can also hide in uphol- stery, fabric and drapery, under carpeting, behind wallpaper, on ceiling tiles, around leaking pipes, even inside ductwork. But fi nding hidden mould is tricky; if disturbed, it could release spores. Even if it's dead, mould can still be hazardous; it can contain mycotoxins, even if it's not giving off spores. Typically, there will be more than one type of mould present. When Pinchin consultants analyze mould growth back in the lab, they often fi nd many types of mould growing on the same material, says Stewart. Because there are no federal Cana- dian regulations for mould, many professionals follow guidelines for assessment and remediation from the Environmental Protection Agency, American Industrial Hygiene Association and the New York City Department of Health, as well as Mould Guidelines for the Canadian Construction Association. CLEANUP Cleaning up mould isn't straightfor- ward either. Controls vary on the level of infestation, as well as other factors. In general, a minor cleanup could involve using a disposable respirator, glove and eye protection. For larger remediation projects, most experts advise hiring a trained professional. This could involve isolating the space with plastic sheeting, seal- ing ventilation ducts and using an exhaust fan with a HEPA fi lter to create negative pressure. It also depends on the site itself. Is it in a children's cancer ward or in an unoccupied parking lot? Is it on a piece of metal (where you can unscrew it and carry it out of the building) or is it growing on the carpet that's glued to the fl oor (which means if you shred the carpet, it could spread spores)? During remediation, employers might consider using materials that are less susceptible to mould, such as drywall with fi berglass backing. But it may involve more extensive work, such as re-insulating the building or waterproofi ng the foundation. Yet another issue is that mould removal is not a regulated profession, so it's buyer beware when hiring a con- sultant or remediation contractor, says Liddy. Sometimes they'll give advice but not specifi c recommendations. Liddy recommends reviewing sev- eral consultants based on education and experience; some may be a certi- fi ed industrial hygienist with a PhD and 20 years' experience, while others may have taken a weekend course. PREVENTION Once removed, measures should be taken to prevent the mould from returning. Know the risk factors: water leaks, condensation, humid- ity or moisture, says Liddy. Building maintenance staff or other appropri- ate workers should also be trained to identify risks. Employers should ensure they con- trol humidity with air conditioners or dehumidifi ers; keep the building's HVAC systems in good repair; insulate cold surfaces to prevent condensation on piping, windows, exterior walls, roofs and fl oors; clean up any fl oods immediately (within 24 to 48 hours); and do not install carpet around foun- tains, sinks, bathtubs, showers or directly on top of concrete fl oors that are prone to leaks or condensation. If underlying issues are not addressed, the mould will likely come back. "I have consulted with a few orga- nizations where that happens," says Liddy. "The organization has spent large sums of money, lost productivity, goes through this hassle — and then they have to go through it again." Vawn Himmelsbach is a freelance writer based in Toronto. She can be reached at vawn_h@yahoo.ca. Canada's prestigious fourth annual health and safety awards — Canada's Safest Employers — have launched a new category to recognize employers for best practices and leading initiatives in workplace mental health. To nominate your organization visit www.safestemployers.com for details. Nominations close June 2, 2014 Mental health problems will cost businesses $198 billion in lost productivity over the next 30 years, predicts The Mental Health Commission of Canada. To recognize employers that are leaders in addressing psychological issues in the workplace, Canadian Occupational Safety has launched the Canada's Safest Employers Psychological Safety Award. Centre for Mental Health in the Workplace Great-West Life www.workplacestrategiesformentalhealth.com Presented by National Founding Sponsor & Title Sponsor Psychological Safety Sponsor Is your organization a leader in workplace mental health?